When recruiting “A players” for your organization, prioritizing the right qualities is critical to building a strong, lean yet sustainable team. High competence paired with low character can indeed be detrimental, as it risks toxicity, eroded trust, and long-term damage to culture and performance.
Here are the top three qualities to look for in “A players”, the focus must be on balancing competence and character, to guide your hiring decisions:
1. Integrity (High Character)- Look for candidates who own their mistakes, treat others with respect, demonstrate a high sense of urgency and show consistency between their words and actions.
Why it matters: Competence without integrity can lead to self-serving behavior, manipulation, or ethical breaches that erode culture and damage reputation.
2. Competence (Proven Excellence)- We call this “can do attitude”, a player have exceptional skills including technical expertise and a track record of delivering results in their domain. They do not only excel individually but also elevate those around them through mentorship or collaboration.
Why it matters: High competence ensures the team can execute at a high level, innovate, and drive the organization forward. Without it, even high-character individuals may struggle to deliver impact.
3. Cultural Fit (Team-Oriented Mindset)- Adaptable, open to feedback, and committed to fostering an inclusive environment. Please note this doesn’t mean conformity, it means sharing core values and enhancing team dynamics. Watch out for any form of sarcasm in their tone when referring to something they claim they achieved alone.
Why it matters: Poor cultural fit can disrupt teamwork, create silos, or undermine morale, no matter how skilled they are. High-character, competent individuals who align with your culture amplify success.
Why does balance matter?
High competence without high character can lead to toxic behaviors—arrogance, dishonesty, or prioritizing personal gain over team success—that can destabilize even the most successful organization. Conversely, high character without competence may lack impact. See sample questions to use when screening for these 3 qualities!
Remember to look for specifics to avoid vague or rehearsed answers and observe behavior, pay attention to tone, humility, and whether they focus on “we” vs. “I” to gauge teamwork and ego. Now over to the questions.
